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Abstract SUMMARY As tradition, nursing is perceived as a distinctly feminine career and the use of the terms ’sister or nurse‟ or „angel in a white dress‟, perpetuates this stereotype. This perception may deter some men from choosing a career in nursing and presents challenges for others who are currently in the profession. Nurses and nursing students tend to distinguish between feminine and masculine roles and characteristics are a very common psychosocial process. Despite the changes, that impact the nursing profession role strain remains constant burden on male nurses. Role strain is a subjective condition, representing an emotional awakening toward impossible role obligations and unease in fulfilling role expectations. It typically occurs due to difficult to exercise the duties of multiple roles and fulfill the required. (74) Aim of the study: This study aimed to assess staff nurses’ perception of genders role strain in Alexandria Main University Hospital. Research question: What is staff nurses‟ perception of genders role strain in Alexandria Main University Hospital? Study Design: The design that was utilized in this study is a descriptive design. Summary 87 Setting of the study: This study will be conducted at Alexandria Main University Hospital affiliated to Alexandria universities with (1703) beds. It had many buildings for all different departments as burning, emergency, ICU, dialysis, medical &surgical departments……..etc. Data collected from ICU and inpatient departments. Units were chosen in the sample that includes male nurses. (n=22 units) They were : First unit, Second unit, Third unit, emergency ICU, ICU of burn, ICU of dialysis, Neurology ICU, Liver ICU, maxillofacial ICU, Urology ICU, Chest ICU, Medical Intermediate care unit, Dialysis unit, hematemesis unit, systemic lupus unit, poisoning unit, Medical units, Surgical units, operation rooms unit, Cardiac catheterization unit, cardiology unit, Emergency. Subjects of the study: Total number of staff nurses at Alexandria Main University Hospital was 1260 staff nurses (1198 female and 62 male nurses). Who were working in the previously mentioned settings and who were available at the time of data collection, with at least one year of experience, the sample size was 294 staff nurses. All male staff nurses were included in the study (N= 62), and female staff nurses were (N=232). The sample size which was estimated using Epi info 7 statistical programs using the following parameters; 95% confidence level and 5% margin with 50% frequency. Summary 88 Tool of the study: One tool was used in this study: Gender‟s role strains sheet. Which developed by the researcher based on relative literatures,Carte and Williams (29), Rovithis et al (128), and Morter (129). To examine staff nurses „perception of gender‟s role strains. It consists of 67 items, divided into four subdomains: role conflict (15 items), role overload (21 items), and role ambiguity (21 items), and role incongruity (10 items).Each question has a 5- point Likert-type scale rating from:1) Strongly Disagree 2) Disagree 3) neither Disagree nor Agree 4) Agree 5) Strongly Agree .The higher a participant reports a score on the Likert scale, the higher the degree of role strain the participant is experiencing. Perception of gender role strain 67 items: High strain > 70%. Fair strain total score from 50% to 70%. Low strain < 50%. In addition to, demographic characteristics data sheet: It was developed by the researcher, and include: gender, age, educational qualification, working unit, years of nursing experience and marital status. Methods: 1. An official written permission obtained from the the Dean Faculty of Nursing Damanhour University and the administrators of the identified setting for data collection. 2. The tool was translated into Arabic and tested for its content validity by five experts in the field of the study. Accordingly, the necessary modifications were done. Summary 89 3. A pilot study was carried out on (10%) of total sample size; staff nurses (n= 6 male and= 24 female) from Kafr El Dawar General Hospital and not included in the study in order to check and ensure the clarity of the scale, identify obstacles and problems that may be encountered during data collection. Then, necessary modifications were done. 4. The tool was tested for its reliability by using suitable reliability tests analysis by measuring of internal consistency of the tool through Cronbach’s Alpha test. The Cronbach’s Alpha test for tool was = 0.905. The tool was proved to be reliable with Cronbach’s alpha test. 5. Data was collected from the identified sample through hand-delivered questionnaire at their working setting individualized from the beginning of January 2022 to the end of March 2022. 6. Data obtained was analyzed by using the appropriate statistical tests. Results can be summarized as the following: 1. Female nurses had significantly higher level than male nurses regarding total gender‟s role strains. 2. Female nurses had significantly higher level than male nurses in all total subdomains of gender‟s role strains. 3. More than half of the studied nurses had high total gender‟s role strains. While less than half of them had moderate gender‟s role strains and few of them had low gender‟s role strains 4. There is statistically significant relation between total perception of gender‟s role strain and the staff nurses’ occupation, age, and work unit, gender and experience years at nursing. Summary 90 5. There is no statistically significant relation between total perception of gender‟s role strain and the staff nurses’ marital status and level of education 6. There is positive correlation among the four subdomains role conflict role ambiguity role overload and role incongruity. In the light of the results of the current study, the following recommendations can be suggested: I. Nurse educators should: 1) Increase awareness of community regarding nursing as an appropriate profession for both genders. 2) Develop effective strategies to prevent and manage stressors faced by staff nurses. 3) Prepare Strategies need to be implemented to challenge and breakdown perceived social stigma regarding male entering nursing. 4) Improving nursing image through public media. 5) Develop strategies which allow male faculty staff to visit male secondary schools to change their attitudes towards nursing profession. 6) Creating a friendly learning environment and updating the nursing curriculum to be learner-centered which supports the needs of all students for both genders without gender bias. Summary 91 II. Hospital managers should: 1) Prepare professional strategies and interventions for managing and solving ethical problems to foster a supportive work environment and improve job satisfaction and limit gender‟s role strains. 1) Share the hospital mission and vision, and clarify the hospital goals with staff nurses, that help them to understand their roles and responsibilities in the hospital. 2) Enhance the staff nurses’ recognition, inspiration, emotional intelligence, individual consideration, and empowerment to promote the work climate. 3) Promote staff nurses respect and enhance the spirit of team working and co-operation related to patients’ treatment decisions. 4) Provide the staff nurses with continuous feedback about their performance and promote respect for both genders. 5) Promote the staff nurses’ autonomy, through the delegation of additional authorities to them with clear explanation for all duties. IV. Staff nurses should: 1) Attend orientation program concerning hospital mission, vision, policy, and procedure 2) Follow the directions of other health professionals, who make the primary decisions about patients, also involve in the decision- making process. 3) Develop their problem-solving ability, participative decision-making, skills practice, and performance through attending training program. Summary 92 4) Collaborate with their peers and work as a team for dealing with patients‟ care problems and issues. 5) Improve their communication skills with the top level managers using social and emotional intelligence technique. IV. Future/ further studies should be conducted: Investigate the nurse‟s roles of a wider set of job demands, job resources and individual characteristics Develop strategies to decrease role strain of both genders. The relation between work environment and role strains. The effect of role strain on leave work. |